Are you on low budget?- Here are top 5low cost strategies to boost employee engagement


The latest HR buzz is on effective employee engagement. Organizations across the world, are looking at ways to control attrition and foster employee engagement while keeping their eyes on the budget. While in-house meals, transportation facilities, sponsored vacations, lunches are all popular means, they come at a cost to the company. So can there be techniques, which have little or no financial repercussions? Yes, here are a few of them.
1. Personal appreciation notes/ Immediate Recognition
Walking through outlets of McDonald's, many of us would have noticed appreciation bulletin boards, photographs of ‘star performers’. This is a simple, yet highly effective technique of motivating and engaging employees. Increments and appraisals cannot be immediate, so any good job done should be immediately appreciated with a handwritten note, maybe a small bunch of flowers, a round of thunderous applause or a note on the bulletin board. It does wonders to the self-esteem and engagement of the employees.



2. Free Parking/ Work from Home as Incentives
A good job is done, a target achieved, a presentation well-implemented should fetch the employees maybe a week of free parking or two days of work from home. It not only improves productivity and healthy competition but also gives a signal to the employees, that every little word counts.
3. Implementing suggestions/ feedback
According to Custom Insight, "Poor relationships between employees and their managers are a leading cause, if not the only cause, of employee disengagement."
Companies can have a portal or box for employee feedback/ suggestions, even if they are against their managers.  Some employees may want to keep it anonymous. If the feedback is given immediate cognizance and acted upon, then it boosts the morale of the workforce that they are not being ignored. It helps the Employee Engagement to develop trust, a bond with the organization, thus improving their engagement.
4. Chalk out/ Specify internal growth options
At the time of joining/ or from time to time, management can appraise the employees of the internal growth options that are available to them, apart from the usual appraisals and promotions. This could be in terms of intra-departmental projects, opportunities to choose mentors, and inviting suggestions/ topics for organizing workshops. This gives the employee a clear picture of how they can fare in the organization over a period of time, thus helping them to engage more, and stop from looking for other options.
5. Monthly industry updates/ up-gradation of knowledge
The employees can be given regular industry updates, information on competitors. This will enable the employees to get a first- hand account on how the entire industry is faring vis-à-vis, that of the organization. Workshops/ updates can be given on new technologies in the market and how employees can learn it/ use it for their benefit.  The companies can also tie-up with institutes to offer discounted courses to employees.
All said it is important to note that Employee Engagement cannot be a set of watertight rules and strategies. This has to be dynamic, adaptable and its success is dependent on how well the manager is able to implement strategies.
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